TAILIEUCHUNG - Practical Applications and Recommendations Global Reality_13

Tham khảo tài liệu 'practical applications and recommendations global reality_13', kinh doanh - tiếp thị, quản trị kinh doanh phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | Creating Infectious Change in Global Organizations 327 entice more employees to commit to their own behavioral change Mastrangelo Joseph 2009 . The most successful post-survey large-scale interventions that I have facilitated were launched with a peer-nominated survey response team. Instead of inviting volunteers or handpicking members leaders publicly invited employees to nominate one person who would be knowledgeable outspoken and respected as a representative for their workgroup location or function. Immediately all employees had the opportunity to participate in the change process and their nominations were likely to be the emergent leaders of both formal and informal social groups making it easy for all employees to get updates and provide feedback. In all cases the head of the unit or division and the HR director were also members. As the external consultant I facilitated the selection of team members the announcement of the team and the initial team meeting. Their mission was to review the improvement goals that leaders established fine-tune measurable criteria for success conduct root cause analyses and form initial and long-term action plans. Clearly a team of 10 individuals cannot cover all actionable areas in a large global organization. Yet this team can be used to address a particularly important issue within a subunit where success would benefit the entire organization and the effort can be showcased continually to the entire organization as a method that others can use to take action. Each post-survey goal should be associated with iterative action plans starting with changes that could be implemented in three minutes without budgets or committees and progressing to plans that would be implemented over the course of three months and on to three years. This three minutes three months three years approach allowed for quick wins that gained support for a sustained effort. The general manager of a multimillion-dollar biotech division actually solicited .

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